Performance reviews–typically handled once a year –are a critical step for assessing employees. Performance reviews aren’t considered a hard science and accurately measuring individual employee performance really varies from company to company. Here are some best practices that companies can implement to make the process more productive and enjoyable:
💡 Key Takeaway: Without having to hash out problems from the prior year, the manager can instead focus on an employee's future growth.
Communicate Frequently
Give real-time feedback throughout the year. There should really be no big surprises in the annual review. Employees should have a good feeling for where they stand at review time. Without having to hash out problems from the prior year, the manager can instead focus on an employee’s future growth.
Revamp Old Performance Forms
Still using that same five-year-old form? Companies adapt to the changing business environment, so why shouldn’t human resources? What was effective 5 years ago, may no longer apply to how business is done today. It is time-consuming to rework old performance appraisal forms, but in the end, you will get a more accurate assessment of performance.
Align Employee Goals with Company Objectives
Tie in employee performance closely with your company’s strategic objectives. Empowering employees and making it clear how they contribute to a company’s success, leads to more productive employees and higher profits.
Consider Peer Feedback
Employees these days typically aren’t solitary beings and find themselves frequently working on teams. Be sure to include team member feedback in the performance reviews to help address any potential biases.
Does your company need help managing the performance appraisal process? At ModernHR, we offer a wide range of services including performance reviews. Contact us today to see what we can do for you!
Frequently Asked Questions
What do HR professionals need to know about best practices for performance reviews?
Performance reviews–typically handled once a year –are a critical step for assessing employees. Performance reviews aren't considered a hard science and accurately measuring individual employee performance really varies from company to company.
Why is communicate frequently important for HR?
Give real-time feedback throughout the year. There should really be no big surprises in the annual review.
Why is revamp old performance forms important for HR?
Still using that same five-year-old form? Companies adapt to the changing business environment, so why shouldn't human resources?
Why is align employee goals with company objectives important for HR?
Tie in employee performance closely with your company's strategic objectives. Empowering employees and making it clear how they contribute to a company's success, leads to more productive employees and higher profits.